Human Resource Management Overview

This assignment delves into the fundamental aspects of Human Resource Management. It emphasizes the significance of HRM in aligning individual employee aspirations with organizational objectives. The text underscores the crucial role of HRM in motivating employees and fostering a productive work environment.

Human resources'
management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 function of HRM, definitions, nature and scope of strategic HRM and its approaches....3
P2 Strength and weakness of different approaches to the recruitment...................................6
M1 Functions of HRM to provide talent and skill appropriate to fullfill business objectives8
M2 Strength and weakness of different approaches to recruitment.......................................8
M3 Evaluate the strength and weakness of different approaches to the recruitment and
selection with suitable example:.............................................................................................8
TASK 2............................................................................................................................................8
P 3 Explain to your HR Manager the benefits of different HRM practices within ..............8
P 4 evaluate the effectiveness of different HRM practices in terms of raising organisational 10
D.2 Evaluate the HRM practices.........................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Commonly known as HR department, it is one of the most important pillar for the success
of any organisation. They have their command on the employees' recruitment, training, relation
making and the benefits to be given to the employees so as to enhance their performance to
increase productivity of the firm (Brewster, 2017). Their main task is to manage the people
among the business environment according to the changing needs. Being one of the best telecom
industry in the world, an instance of the British Telecom has been taken into account to explain
the same.
TASK 1
P1 function of HRM, definitions, nature and scope of strategic HRM and its approaches
The purpose of human resource management is to manage the affairs related to human
resources in an organisation and following are some functions of the department to do the same:
 Employees recruitment:It is the most important factor by which the quality workers are
taken in to reach the goal in effective way.

 Employees training:Proper training should be given to the workers to reduce the error and
so less time consumption.
 Employees compensation ans benefits: It is their duty to appreciate the employees'
performance so that they can work more and in a better way to attain the objectives
(Beardwell, 2014).
 Definitions of HRM :- Process of recruiting and training the employees, providing them
the benefits and compensation, appreciate their performance, maintains employees safety
and welfare according to the labour laws is known as human resource management.
It is also known as the procedure of recruiting and developing the employees so that they impart
more value to the organisation.
Business practice of dealing with the employees' management in an organisation is referred as
human resource management. Strategic HRM is also one of the most important aspect. Strategy
is defined as the plan of action to achieve a particular or overall aim ,that is , the goal set by the
organisation and how to coordinate with the same is all done by HRM (Armstrong, 2014). For
this it should follow some basic character:
 Should be based on certain policies and principles
 Should be people oriented so that all the employees do work together to achieve the
target.
 Should be persuasive in nature and involve all the personnels from top to the bottom.
 Should take care of the competitive environment and update the same to the employees .
 Should have aim to use human resources to the optimum level.
To achieve the objectives the scope of HRM are as follows:
 Personnel aspect: These include planning of human resources, analysis and designing of
job, appropriate recruitment and selection procedure, proper induction program and
training of employees, appreciation of employees to enhance their performance,
providing compensation and benefits to the employees, proper remuneration planning and
motivation and this is what the BT company is doing
 Welfare aspects: These include welfare practices to be provided for the employees. For
example canteen facility, lunch room , rest room , transport and medical assistance etc.V
These are employed to keep employees satisfied (Chelladurai, 2017).

 Industrial relation aspects: These include coordination of HRM with the union members
to avoid strikes or lockouts so that there will be the smooth flow of work in an
organisation and hence increase in overall production.
To attain the destination many approaches are used by HRM. Some of them are listed below:
HARD APPROACHES:In these kinds of approaches employees are treated simply as a resource
of business like machinery etc. They are strongly adhered to the business planing, that is, what
resources are required, how to procure them and how much they cost (Sparrow, 2016). They
identify the need of human power and hire or fire the employees as the case may be irrespective
of employees need.
Some of its features are as below:
 Minimal communication: There remains a communication gap while using this approach
which leads to insufficiency in the inputs and outputs.
 Minimum wages: Pay only that enough to retain the employees without taking care of
employees need.
Judgement based appraisal system: They do not consider how hard the employee has worked,
they only concentrate on the consequences.
SOFT APPROACHES: They treat employees as an important resource of business and a source
to survive in this competitive environment. Therefore, they consider them while taking any
decision(Brewster, 2016). They are treated as individuals and so planning is done according to
their needs . They take an account of the vital role that an employee play for an organisation and
so reward and motivate them for the same.
Some of its features are as below:
 Long term workforce planning
 Strong and regular communication so that there will be no chances of error due to the
communication gap.
 Competitive pay structure and rewards are given based on performance for example
providing them with profit share to keep them satisfied.
In this way we can say that HRM is an important part of any business structure.

P2 Strength and weakness of different approaches to the recruitment
A sound recruitment process requires managerial involvement to have quality
output (Reiche, 2016). Following are the strength and weakness of different approaches to the
recruitment:
 Online recruitment: In this internet susceptible era, everyone is accessible to the online
approaches to find the job as everywhere online job boards have become available as in
the BT company. Though it has advantages, it has some drawbacks also. They are as
follows:
Strength: It is cost effective as recruiter need not have to travel and go here and there to
find the appropriate employees and so save their time to concentrate on another important
aspects of recruitment (Beardwell, 2016). It leads ultimately to the monetary benefits also.
Weakness: Despite of the potential and qualification required for the job many persons
though do not even meet any of the basic requirement also apply for the positions . This leads
recruiter to sort the applications in the inbox to hire the skilled employees for the particular task ,
so it becomes a cumbersome process.
Also, recruiter has to search different job boards to find the appropriate board to list the
particular job and therefore time consuming.
 Internal recruitment:In this the candidates is chosen from inside the business
environment. Many firm posses this practice to take an employee from inside rather than
from outside. Organisation give intuition to the employees about the current vacancies
and give them a chance to improve their job position(Sparrow, 2016).
 Strength: Recruiter has to choose from inside, so he/she need not have to go here and
there and search the candidate. According to the performance he just choose the best
possible among them .This saves time and also save the money to train the new employee
joining the business, that is, induction expenses. It helps in retaining precious employees
working in the organisation and also motive others to work hard to gain higher positions.
 Weakness: Size of applicant reduced which is related to the new skilled employees to be
taken in. The scenario will remain same as no employees having different ideas are being
recruited. It has a direct result on quality outputs.

 External recruitment:If the management finds the internal recruitment insufficient , it opts
for external recruitment, that is , hiring people from outside . This is the way that BT has
chosen.
 Strength: Placement agencies and consultancies helps the organisation to do the same
and thus management can rely upon them and also it saves the cost(Reiche, 2016).It
brings new blood into the organisation as employees with new ideas and thought has
entered into, which leads to more performance and productivity to achieve new
objectives. New employees do work with more passion to retain their position. It has
wide ranges and therefore can cover more parts.
 Weakness: It's a long process and consumes more time and energy and also management
has to work in a prudent way while selecting the best candidates among the applicants. It
increases cost due to need of advertisement to be published for recruitment. It may not be
effective to reveal the best candidate(Marchington, 2016). It may cause internal
employees feel left out and given any chance.
Job fair, personal recommendation or head hunting :These are also the ways for recruitment.
Recruitment through fair increases cost and also one cannot rely on the candidate recruited,
personal recommendation may be helpful if the candidate is of requisite quality. Head hunting
means to identify and approach suitable person to fill a business position. So, we can say that
every approach has some pros and cons (Brewster, 2016). Therefore ,management has to be
careful while selecting the candidates to achieve the aim of organisation.
Selection method that is experienced in BT: Early stages of selection is outsourced by BT to a
company called FUTUREBOARD , which conduct initial interview having following steps:
 Online application
 Online test ( numerical and software based questions)
 Video interview
BT then repeats the process at assessment centre stage.
M1 Functions of HRM to provide talent and skill appropriate to fullfill business objectives
It is the duty of HRM to recruit the employees. Therefore, the selection process adopted
by them should be that effective to hire the skilled worker into the organisation so that they
perform in the best way to achieve the objectives.

M2 Strength and weakness of different approaches to recruitment
Every approach has some pros and cons (Brewster, 2016). Some saves time, provides
skilled workers, helps in retaining good employees, reduce cost or some may have negative
impacts like time consuming, complex selection procedure, loss of innovative ideas,
dissatisfaction among employees. So advantages and disadvantages are associated with each and
every procedure one is following. Management has to work in a smarter way while selecting the
candidates so that productivity can be increased(Armstrong, 2014).
M3 Evaluate the strength and weakness of different approaches to the recruitment and selection
with suitable example:
Let's take an instance of selection method chosen by BT. It consists of online
application ,online test and video interview . This is a kind of online recruitment. Though this is
time saving , incurs less cost as recruitment need not have to travel around ,it's a cumbersome
process. Selecting among the applications received online is a complex process. Management
should work in the wise way to select the candidate having requisite quality (Marchington,
2016).
TASK 2
P 3 Explain to your HR Manager the benefits of different HRM practices within
Human Resource is primarily concerned with the management, develpoment and growth
of the people within the organization. The main activities of Human Resource Management is
staffing, providing compensations, benifits,defining work. Human Resource team is the bulding
block of the organization, they regulate the overall working of the organization.It's main focus is
on the management of the organization.It is important for both public and private sector.
Management is keen requirement of every organization no matter the firm is big or small.
Growth of the organization depends upon the human resource management team, the way they
are handling the organization. Human Resource Management is the process of managing the
people of the organization in a planned manner for assuring the growth of the
organization(Brewster, 2016). Human Resource Managers are well aware of all the internal
and external working of the organization it's their duty to remain faithful to the organization. In
some industries external forces are also managed by human resouce team.

Rewarding, Assesing, Selecting, Training, are some common activities of human
resource managers. To any industry a motivated human resource implies maximum efficiency in
opertions for generationg maximum output. In telecommunication companies like British
Telecom, human resource management plays very crucial role in the develpoment ang growth of
the organization. Their main area of focus is to provide effective services to their users(Foster,
2014)
 Recruiting, Selecting or Hiring Employees
Human Resouce team plays very vital role in the recruitment and selection process. They plan
the whole interview on the basis of which they select the employee. Recruitment process is the
most important process for each and every organization, and it's their duty to conduct in a
planned manner. Human Resource recruitment and selection practices are generally based on the
missions of the organization. Scheduling interviews, preparing interviews and conducting
interviews comes under the human resource management department.
 Providing Training
Training can be described as a process which involves the enhancing of skills, concepts,
developing working attitude, generating learning attitude, increasing knowledge, gaining
information power to improve the overall performance of the employees. Basically training is the
activity which is focused upon the job that an individual currently holds. In top
telecommunication companies like British Telecom, they provide well planned and proper
traning to their employees before assigning them the work. They prepare their workers so well,
that they can manage each and every situation. In British Telecom their main criteria of focus is
the satisfaction of their users . And that's why they provide high versed training to their
employees.
 Orientation
Orientation process is very important for any organization. It is important for comforting new
employees, for motivating them and to make them feel that now they are also the part of the
organization. Basically orientation is the process of induction or introducing new employees to
new technologies or working of the company.
 Providing Compensations
Motivation is very important for each and every employee, so that they can give their best.
Motivation comes from compensation, benefits, positive environment. It is very important for

human resource team to provide compensation to their employees and to create positive working
environment to ensure the regular growth of the organization.
Human Resource department that do not keep regular touch with their employees and managers
and directly issues policies and rules create negative environment within the organization, these
things demotivate the employees and create sense of negativity. The team of human resource
should be very generous and polite to maintain the positive environment among the employees.
It's the people who make the organization, it's a job of human resource team to organize the
employees so that they can work effectively. In any organization human resource team is the one
who carry out many other important activities, whole working of the organization revolves
around them(Reiche, 2016)
British Telecom(BT) provides very satisfactory services to their users. It has operations
in around 180 countries and it is larger provider of broadband, fixedline and mobile services in
United Kingdom. It also provides IT services. The role of HR in every industry is same, their
main focus is on developing, managing the organizationHuman Resource Management is very
essential for each and every organization to recruit and retain qualified employees, to satisfy
their need, to provide motivation, to create positive environment within the organization, to
increase morale, to maintain morale, to determine basis salary and so many other things.Human
resource team is the one who interact directly with the employee. The growth of organization
depends upon the attitude of human resource team towards the organization, they are the one
who hire the employee, who provide training to the employee, who provide motivation to the
employee. Human resource team is the one who interact directly with the employee.
P 4 evaluate the effectiveness of different HRM practices in terms of raising organisational
Human Resource Management practices include hiring, monitoring, training, managing
the employees within the organization. Human Resource team plays very vital role in the growth
and develpoment of the organization. It's their duty to organize and manage the company and to
generate positive environment for all those who are working in the organization, they perform
functional activities. Human Resource team also help employees to identify their strengths and
weaknesses. Human Resource Management structures vary widely from business to business.
Human Resource Management is concerned for both individual and the organization. The
primary responsibility of Human Resource Management team is job analysis and staffing.

Management is keen requirement of each and every organization, it is important for regular
growth and development of the individual and the organization. Human Resource Management
team is the one who interacts directly with the individuals.
Human Resource Management is important for each and every firm but activities of
human resource manager in small firm is different from activities of human resource manager in
large-complex firm. Development and Training of employee is one of the main responsibility of
human resource manager. Tasks and activities conducted by human resource managers are
termed as human resouce management practices(Brewster, 2016). Human Resource
Management is a well planned approach to manage people effectively for better performance. It
is important because it provides structure and control to the organization.Policies and procedures
are important to maintain the discipline. Human Resource Management practices are very
important for any organization. Human Resource Management practices are recruitment and
selection, training and orientation, compensation and benifits, planning, monitoring, motivating,
managing, organizing.
Human Resource recruitment and selection practices are generally based on the missions
of the organization.Scheduling interviews, preparing interviews and conducting interviews
comes under the human resource management department.Basically orientation is the process of
induction or introducing new employees to new technologies or working of the company. It is
very important for human resource team to provide compensation to their employees and to
create positive working environment to ensure the regular growth of the organization(Storey,
2014).The best Human Resource Managers know that their employees are the driving force
behind their business. HR managers also helps in raising organization profits. They can
contribute in company's success by improving employees performance. They arethe one who
hire the employee, so its's their duty to hire skilled and dedicated employees. The Human
Resource Team deals with the training of the employee, so by providing proper and well-planned
training to their employees they can ensure the regual success and profits. Generating profits and
maintaining economy is very essential for any business firm.
Human Resource technology can increase profit and productivity, for any business firm
productivity is something which can not be defined by words. It is the essence of the business
firm(Jackson, 2014). Whenever orgaqnization hires human resource manager, they should

look for a person who is smart and brings new ideas, innovations, creativity with them.
Productivity can be termed as an output of the employee. Productivity starts with the right
employee, if the employee is unmotivated and negative then he will remain like this only no
matter what, while on the other hand if the employee is motivated then he will come up with
great ideas and innovations which will help in raising profits. Productivity and profit these both
terms are co related with each other(Purce, 2014).In terms of productivity and profitability
achievements of British Telecom are remarkable. BT's businesses are operated under special
government regulation.
In British Telecom human resource managers keep regualr check on the working of their
employees just to make sure that whatever they are doing they are doing it in correct manner,
thus it ensure the regular growth and productivity of the organization. Generating profit is very
important is for each and every organization, every organization needs to maintain its economy
to sustain in the market and to protect their goodwill in the market. Human Resource Managers
of British Telecom follow different types of activities and practices to raise their productivity and
profit like choosing correct employee, providing well planned training to their employees,
regular compensations and benifits to keep them motivated, this is the reason why they are one
of the top leading telecommunication industries present. They are well aware of the fact that their
employees are the key to their success.
It is multinational telecommunication company with head offices in London,Currently
BT is responsible for approximately 28 million telephone lines in GB. Human Resource
Managers of British Telecom is well skilled and highly motivated towards their work
(Beardwell and Thompson, 2014). British Telecom has expanded their boundaries in the
area where their is less rules, policies and regulations. British Telecom provides fixed and mobile
communication services to their users. Behind success of any organization their is team of people
called as human resource managers, they are reason behind the success of the organization
because they are the one who manage, organize and monitors the firm.
Human Resource Management team plays very effective role in generating profits by
applying their ideas and innovations in different different sectors, they also play very keen role in
productivity of the company (Armstrong and Taylor, 2014). Growth, productivity,
development, goodwill, profitability, management are very important aspects for every
organization.

D.2 Evaluate the HRM practices
Human Resource Management structures vary widely from business to business. Human
Resource Management is concerned for both individual and the organization. The primary
responsibility of Human Resource Management team is job analysis and staffing. Management is
keen requirement of each and every organization, it is important for regular growth and
development of the individual and the organization. Human Resource Management team is the
one who interacts directly with the individuals.
CONCLUSION
In the final analysis, it can be concluded that in every business human resource
management team is very essential for growth and development of the individual and the
organization. Human Resource Management focuses on the matching the needs of the business
with the employee of the organization. In an organization each and every employee is important,
so it's a duty of human resource management team to keep them motivated towards their work.

REFERENCES
Books and Journals
Armstrong, M. and et.al., 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and et.al., 2014. Human resource management: a contemporary approach. Pearson
Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C. and et.al., 2016. New challenges for European resource management. Springer.
Brewster, C. and et.al., 2017. Policy and Practice in European Human Resource Management:
The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., 2016. International human resource management. Kogan Page Publishers.
Brewster, C., 2016. New challenges for European resource management. Springer.
Chelladurai, P. and et.al., 2017. Human resource management in sport and recreation. Human
Kinetics.
Foster, E.C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Jackson, S.E., 2014. An aspirational framework for strategic human resource
management. Academy of Management Annals.8(1). pp.1-56.
Marchington, M.and et.al., 2016. Human resource management at work. Kogan Page Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Reiche, B.S. And et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Reiche, B.S., 2016. Readings and cases in international human resource management. Taylor
& Francis.
Sparrow, P. and et.al., 2016. Globalizing human resource management. Routledge..

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.